Employer brand building is an important responsibility of HR staff in addition to recruitment, remuneration or training. However, it is often underestimated and neglected. The result is that companies acquire a poor reputation among potential job applicants, and so are losing out on the best talent. We have prepared several recommendations for you on how to keep a strong employer brand with the help of Glassdoor.com.
1. Integrate your materials
All your materials for potential job applicants are an important part of your employer brand. These include everything from promotional brochures and goods to your website or videos. All these materials should reflect the values of your company and be consistent. Spending time and further investment on these pieces is definitely worthwhile.
2. Focus on the satisfaction of current employees
Our co-workers and superiors have a very significant impact on how we feel at work. That is why job seekers thinking about applying for a job at your company will be interested in how your employees feel. What do your people say about you? Do they facilitate your recruitment process? Ensuring they are all in the same page is your job.
3, Be creative
Actively help to create how your company is perceived by the outside world. Do not be afraid of trying new practices such as recruitment via social networks. Each company can be creative, but you must maintain a consistent approach across communication channels and stick to a single strategy.
4. Leave a positive impression
Focus on the candidates you finally decide not to hire. Most companies make a mistake here by not communicating with these candidates at all or sending them a just brief rejection message. It's a great opportunity to distinguish yourself from the competition and contribute to people talking about you in a positive way.
You can read more about this topic in our previous articles:
How to write rejection letters to job applicants
How do you treat those whom you didn't hire?
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